Just wanted your thoughts on a particular issue we are facing. A manager who had been finding it difficult to adjust to a new boss for the past two years finally decided to quit and gave their resignation. The timing was not great as the company was on the verge of launching new projects, and the manager's participation would have been useful—now it will add to the stress of managing the transition.
As of a few days ago, the manager has come back to say they don't want to resign and would like to continue. There are currently two lines of thought among the management: one is that it will help greatly if the manager is back during this year of transition. The other line of thought is that given the history of unhappiness, it might be better for the manager and the company to just make a clean break and look ahead.
What do you think?
From India, Mumbai
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2As of a few days ago, the manager has come back to say they don't want to resign and would like to continue. There are currently two lines of thought among the management: one is that it will help greatly if the manager is back during this year of transition. The other line of thought is that given the history of unhappiness, it might be better for the manager and the company to just make a clean break and look ahead.
What do you think?
From India, Mumbai
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First and foremost, was any effort made by the concerned people/management to narrow down the differences between this manager and his boss before he resigned? If yes, what were the findings and why did the situation escalate to his resigning? If no, any specific reason(s)? Usually, in such situations, both parties would have contributed something to the escalation—in this case, he and his boss. So, blaming only one person/party would be erroneous and unfair to the individual and the organization.
The solution to the present situation depends a lot on the answer(s) to the above query/queries. The fact that 'allowing him to stay back' is one of the options being considered speaks volumes about his efficiency at work. Otherwise, everyone would have been happy to see him go.
Another way of looking at this situation would be to check out the reason(s) why he wants to continue. Was it that he realizes that he made some mistakes vis-à-vis his relationship with his boss and wants to, as well as thinks he can, correct them and move forward? If this indeed is the reason, then it would be good both for him and the organization if he continues. Or was it that he quit in a huff and now doesn't have any clear/alternate job option and so wants to return? Or is it something else entirely?
In case he is unable to give coherent/logical reasons why he wants to continue, then maybe it's better to make a clean break and move forward.
All the Best.
Regards,
TS
From India, Hyderabad
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The solution to the present situation depends a lot on the answer(s) to the above query/queries. The fact that 'allowing him to stay back' is one of the options being considered speaks volumes about his efficiency at work. Otherwise, everyone would have been happy to see him go.
Another way of looking at this situation would be to check out the reason(s) why he wants to continue. Was it that he realizes that he made some mistakes vis-à-vis his relationship with his boss and wants to, as well as thinks he can, correct them and move forward? If this indeed is the reason, then it would be good both for him and the organization if he continues. Or was it that he quit in a huff and now doesn't have any clear/alternate job option and so wants to return? Or is it something else entirely?
In case he is unable to give coherent/logical reasons why he wants to continue, then maybe it's better to make a clean break and move forward.
All the Best.
Regards,
TS
From India, Hyderabad
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Thanks a lot, TS. You are correct—there were issues with both parties concerned. However, while the boss was willing to sit down and resolve this, the manager wasn't. The main issue was that the manager was senior to the boss and expected to be treated with more deference than he got. The explanation being given now is that he realizes this was a bad time to leave, and the organization has been good to him in the past, so he feels bad for leaving it in the lurch like this. There is no doubt that the manager was good at his job—only his people-handling skills were poor (staff management), which is where he and the boss inevitably butted heads.
From India, Mumbai
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From India, Mumbai
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